For years, information only flowed to companies. Now, it flows to people, too. Unfortunately, not all of it is flattering to your firm.

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I'm Jeff Altman, The Big Game Hunter. I'm the head coach for NoBSCoachingAdvice.com and JobSearchCoachingHQ. com. I used to be a professional recruiter. Did it for many years. Filled more than 1200 full time positions plus consulting assignments as a third party recruiter.
I want to speak with those of you who are involved with hiring staff, particularly if you're at larger organizations. I've given this a provocative title about "hiring arrogance," and how bad behavior won't be unnoticed or unpunished. Pretty ambitious statement, isn't it. Let me explain.
For years, you guys have been looking all over LinkedIn to find people, right? You have a LinkedIn Recruiter account. You're searching, just like you're supposed to be doing. Good for you. For many of you, you have the resources to do the hard work to find people.
Where it breaks down is, once you start interviewing, once you start talking to people, you don't treat them like people. And, these days, people have a way to respond, whether it's a site like Glassdoor, or Comparably, or through friends. But the real thing is that the ir are online resources that are now available to brand your firm for bad behavior. Just remember that they can do the same thing to you as you've been doing to them.
Now. if you don't believe me, take a look at your firm's ratings on Glassdoor. You think your interviews are so secret, specifically on lower level positions? Many of the interview questions are all listed there. And the problem becomes your bad behavior shows up there, too.
When you ghost somewhere and don't respond back, go dark, you know, it's like, "Hello, is there anyone there?" They're now commenting about it and sharing it with others, so they know how arrogant you are. When you're hiring managers treat people rudely, or don't communicate with you, and, thus, you with them, it's getting commented upon. We're not just simply talking about their friends. It's getting posted on sites where people are looking for information about you and your firm. They may not identify the specific hiring manager by name most of the time, but they will comment about how they were treated at the interview, how the firm said, "We'll be back to you in two days and never did." Is that how you want your firm to be noticed. Do you think that's going to adversely affect whether or not people, shall we say, want to interview with you, let alone hire you.
Remember, in these days of social, of websites, information is abundant. Just like you have access to enormous stores of information about people, they have information about enormous stores of you. I think it's worthwhile if you start talking to your hiring managers about better behavior, because, unless things have radically changed, which I know they haven't, because I coach people, I hear the stories from them (I'll give you one awful story in a second), the word is out about you and your organization.
Like the person who was told, "You'll be having an offer. You'll be getting an offer from us next week," and then got the rejection letter a month later after repeatedly calling and emailing to find out "hey, I'm, I'm just told I'm getting an offer, what happened? Am I getting the offer?" And then gets the rejection letter? No explanation. Do you think this was a guy who was really happy with that firm? Do you think he went online and shared the story?
So, I just want to remind you start talking to hiring managers about what they say and what the impact might be of some of the bad behavior. Again, if someone says, "you know, there's a possibility we'll be back to you early next week. there's a possibility you might have a little bit of slippage but, you know, we should have decisions within the next few days and we'll communicate results," once you say that, you've got to follow up on it because, otherwise, your firm gets branded badly.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1500 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

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No BS Hiring Advice
No BS Hiring Advice

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